The application of Artificial Intelligence(AI) in Human Resources Management (HRM) was one of the most remarkable trends among recruitment professionals from 2018 onwards. The researcher defines information extraction as a process where information and knowledge can be gathered by scanning a text. Especially in recruitment of new employees, AI can be used by information extraction techniques that can make the process of resume scanning and extraction of relevant information automated. Since the number of job applications have increased and can even overwhelm Human Resources (HR) departments, automated systems that ranks job candidates have been presented to accelerate the hiring process. HR department usually manually conduct the evaluation of the received job applications, hence applicant ranking systems which can be created with the utilization of AI can make recruiters evaluation task more efficient. Candidate ranking system works at the power of AI algorithms and human recruiters providing training data for the AI algorithms, from where they learn the scoring function of applicants. The chatbots that are AI-driven recruitment assistants that enable personal and up-to-date connection possibilities with candidates via emails, text messages or dialogue box. There are several computer-supported job matchmaking techniques which have been developed in order to ease the workload of recruiters. Such techniques include software that sorts resumes and can be implemented by exploiting learning-based techniques and algorithms.
An interesting feature of AI-based ranking systems is the possibility to gather information about applicants’ personality traits that are extremely important when fulfilling job positions. However, these traits are often observed during job interview, but preliminary data can be acquired through web searches. By conducting linguistic analysis to applicants’ blog post or LinkedIn pages, it is possible to gather information about applicants’ personality trails, mood and emotions. Job interviews conducted as a video interview have become a popular recruiting tool among companies. An application for video interviews that utilize AI has been developed. In this application AI is able to interpret and analyze applicant’s body language, facial expressions or tone of voice. The application compares the benefits of conducting video interviews, whereas the most remarkable implication was the planned to make the recruitment process quicker by different kinds of functions such as pre-interviewed applicants to the top talent employees in the company and finally suggest the best applicants to recruiters. The global hotel chain Hilton experienced several decrease in the amount of time spent in recruitment process. Before the recruitment process took 42 says in Hilton hotel, but due to use of AI based video interviews, it takes only 5 days.
According to the reports, the aim of recruitment systems is to ease organizations and save expenditure by modernizing their recruitment process. Recruitment systems are screening and sorting resumes and then matching these resumes to open job vacancies. Hence this enhance managers’ task when it comes to finding qualified job applicants both in the terms of increased speed and efficiency.. In addition, the research found that the use of AI in recruitment process enables organizations to reach larger candidate pool and there is less paperwork to be done. Furthermore, AI can skim the data that is posted on social media and hence it is possible to get access to applicant’s values, attitudes and personality traits that traditionally have been discussed during the job interview. Hence due to AI systems it is possible for recruiters to scan job applicants’ personality traits already before a job interview. AI act as unbiased and resumes are screened fairly in a way that it provides equal chance to all applicants. When it comes to candidates who were rejected from the job vacancy, AI systems allow feedback about their qualifications and skills that these candidates can develop further in the future.
By conducting traditional face-to-face interviews with potential job applicants, organizations confront several costs, including the costs of supervisors and managers who are present during the interviewing and hiring processes. In addition to these benefits, the decreased amount of manual work in hiring process yield more time to focus on those potential job candidates who are suitable for available job vacancies. The use of AI in recruiting enables recruiters to connect with the best talent management candidates instantly rather than spending enormously time and resources on reading and scanning through received resumes. AI-based recruitment and talent selection enables to rank job candidates and hence to recognize the top-scoring candidates. We can call this process as Resume Scorer and his process save recruiters time and effort significantly. In addition to these advancements, AI can help recruiters when it comes to sending out customized emails to possible job candidates about the current status of their job applications as well as scheduling interviews. In the previously repetitive tasks were conducted by human recruiters, but AI will make some of the recruitment processes obsolete. This in turn allows recruiters to delegate the repetitive tasks to AI systems and hence recruiters have more resources to put on strategic issues. When it comes to connecting to candidates, it can be stated that AI systems facilitate the communication between candidates and recruiters, because AI systems allows to contact candidates through the web, social channels and mobile platforms.
Even there are studies conducted stating that new technology and big data makes HRM more efficient and accurate, there are people who consider that human resource analytics can be only a transient trend if the technology transformation does not manage to become a continuing part of management decision-making. One remarkable entirety of challenges that AI-based recruitment entails is personal privacy and the way how data is handled and analyzed. It concerns both HR professionals and online HRM users when it comes to analyzing data or sharing own information. It almost impossible for organizations to operate successfully without any level of adaptation of new technologies. The ability to adapt new technology in organizations determines largely how they are able achieve their market competitiveness. Previous studies have shown that the adaptation of new technology entails several benefits when it comes to improved performance.
An important entirety of challenges that AI-based recruitment entails is unconscious discrimination during hiring processes by organizations. The researchers have mentioned several problems that exploitation of AI can cause, such as losing jobs to automation and in some cases AI systems can be used when there are undesirable ends. What especially touches recruitment, is the possibility of losing jobs to automation, since there are already many job positions that have been replaced by AI programs which in turn can increase unemployment. Even though AI-based systems are extremely beneficial at recognizing programmed to avoid unconscious biases in recruitment process. The authors argue that skill possibility that these recruitment decisions are significantly influenced by unconscious biases talent, there are still some activities that should be conducted by humans, namely activities such as negotiations, appraisal of cultural fit and rapport building.
Based on the previous literature, there are several biases that affect recruitment process which can be identified. AI systems can be shortages are one of the largest challenges in hiring industry, but AI-based programs have the ability to bypass candidates’ names, gender and age, that are the primary source of bias.
In the study it’s found that several large organizations assured that there are unconscious biases having impact on recruitment process. In research study it’s point out that especially minority ethnics groups encounter certain disadvantages when it comes to gaining access and being employed in the labor market.
It is argue that even if there are biases and stereotypes in the recruitment process, it is important to be aware of them and understand their impact. The author emphasizes that biases can be two-sided, either bias for something or bias against something. In addition, there is a danger of recruiters who base their final recommendations about a job applicant on opinions rather than facts. Even in some cases these final recommendations can be someone else’s opinions than the recruiter’s and hence it is important to understand how biases can affect recruiters’ decisions. Already several actions, such as adopting highly structured hiring procedures and training hiring decisions makers, have been implemented by companies to control biases in recruitment process.
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